Definition and Examples of Descriptive Grammar

The term descriptive grammar refers to an objective, nonjudgmental description of the grammatical constructions in a language. Its an examination of how a language is actually being used, in writing and in speech. Linguists who specialize in descriptive grammar examine the principles and patterns that underlie the use of words, phrases, clauses, and sentences. In that respect, the adjective descriptive is a bit misleading as descriptive grammar provides an analysis and explanation of a languages grammar, not simply a description of it. How Experts Define Descriptive Grammar Descriptive grammars  do not give advice: They detail the ways in which  native speakers  use their language. A descriptive grammar is a survey of a language. For any living language, a descriptive grammar from one century will differ from a descriptive grammar of the next century because the language will have changed.—From In An Introduction to Language by Kirk Hazen Descriptive grammar is the basis for  dictionaries, which record changes in  vocabulary  and  usage, and for the field of  linguistics, which aims at describing languages and investigating the nature of language.—From Bad Language by Edwin L. Battistella Contrasting Descriptive and Prescriptive Grammar Descriptive grammar is more a study in the why and how of language, while prescriptive  grammar deals with the strict rules of right and wrong required for language to be considered grammatically correct.  Prescriptive grammarians—such as most editors of nonfiction and teachers—do their darndest to enforce the rules of â€Å"correct† and â€Å"incorrect† usage. Says author Donald G. Ellis, All languages adhere to syntactical rules of one sort or another, but the rigidity of these rules is greater in some languages. It is very important to distinguish between the syntactical rules that govern a language and the rules that a culture imposes on its language. He explains that this is the distinction between descriptive and prescriptive grammar. Descriptive grammars are essentially scientific theories that attempt to explain how language works. Ellis admits that human beings were using language in a variety of forms long before there were linguists using descriptive grammar around to formulate any rules about how or why they were speaking as they did. On the other hand, he likens prescriptive grammarians to the stereotypical uptight high school English teachers who prescribe, like medicine for what ails you, how you ought to speak.   Examples of Descriptive and Prescriptive Grammar To illustrate the difference between descriptive and prescriptive grammar, lets look at the sentence: I aint going nowhere. Now, to a descriptive grammarian, theres nothing wrong with the sentence because its being spoken by someone who is using the language to construct a phrase that has meaning for someone else who speaks the same language. To a prescriptive grammarian, however, that sentence is a virtual house of horrors. First, it contains the word aint, which strictly speaking (and we must be strict if were prescriptive) is slang. So, although youll find aint in the dictionary, as the adage says, Aint aint a word. The sentence also contains a double negative (aint and nowhere) which just compounds the atrocity. Simply having the word  aint  in the dictionary is a further illustration of the difference between the two types of grammar. Descriptive grammar notes the words use in the language, pronunciation, meaning, and even etymology—without judgment, but in prescriptive grammar, the use of aint is just plain wrong—especially in formal speaking or writing. Would a descriptive grammarian ever say something was ungrammatical? Yes. If someone utters a sentence using words or phrases or construction that as a native speaker they would never even think of putting together. For instance, a native English speaker wouldnt start a sentence with two query words—as in, Who where are you going?—because the result would be unintelligible as well as ungrammatical. Its one case in which the descriptive and prescriptive grammarians would actually agree. Sources Hazen, Kirk. An Introduction to Language. John Wiley, 2015Battistella, Edwin L. Bad Language: Are Some Words Better than Others? Oxford University Press,  Aug 25, 2005Ellis, Donald G. From Language to Communication. Lawrence Erlbaum, 1999

Effects of Text Messaging Among Teens - 3461 Words

Effects of Text Messaging Among Teenagers Introduction How often do/did you use your cellphone/smartphone as a teen? When I was a teen, I received my first cellphone at the age of 15. I thought personally this was the best invention ever created as a young teen and with that, I soon found out that I just entered a whole new social world with these new technology devices. I entered a generation that would be called the Tech-Generation filled with cellphones/smartphones and social media. I quickly discovered the texting function with my cellphone and started to send texts daily to my friends. My cellphone became a necessity for me; if I did not have my cellphone, I would freak out. In addition, I started to replace phone calls and†¦show more content†¦Cell phones have been engineered over the past years to accommodate the demand of texting, such as offering a full 1QWERTY keyboard (QWERTY is the acronym that commonly describes today’s standard keyboard layout on English-language computers), and many cell phone carriers offe r plans that contain unlimited texting. An example of one of this cellphones/smartphone would be the ever popular IPhone, which holds functions that enables the users to be able to call/text/email and even use special apps that give direct access to the internet or a social networking site. According to Lenhart, 77% of adults and 71% of teenagers owned a cell phone and 38% of those teenagers (12-17 years old) used their phones to text daily (30). A year later, the same survey was administered with results increasing to 54% who text daily (30). The same survey was again administered from the Pew Research Center by Lenhart in 2012 with the results increasing to 84% of Americans ages 12 and up owning a cell phone and 63% of teenagers saying they exchange text messages daily (2). The problem is texting is giving teenagers the option to avoid face-to-face interactions and causing teens to lose important social skills. Fraser J.M. Reid, (Associate Head at the Centre for Thinking and Lang uage, School of Psychology, University of Plymouth, Plymouth, UK), and Donna J. Reid, (PhD Student, at the CentreShow MoreRelated How Is Text Messaging Affecting Teen Literacy and Other Aspects of their Life700 Words   |  3 Pages Almost a generation of teens have access to a phone with text messages. They spend so much time shorting words, they lose the ability to be literate. Teenagers today are more worried about their phones, in school or out of school, causing them to drop their grades and get them in lots of trouble. The telephone was invented in 1870 by Gray and Bell, who then battled over the true inventor of the telephone, which Bell won. Bell then began experimenting with electrical signs, which brought theRead MoreThe Effects of Text Messaging on Teen Literacy783 Words   |  4 PagesText messaging can affect a person’s social skills, writing skills, driving skills. The money that people spend on phones and texting can cause financial hardship. Text messaging has begun to have a detrimental effect on people’s writing skills. They use inventive spelling and abbreviations. As most teenagers get used to short texting, some of their grades dropped to the spelling errors they make. So many teens get used to wing abbreviation that they write that way. Teenager’s writing skills haveRead MoreText Messaging’s Effects on Our Society Essays1345 Words   |  6 PagesWhile text messaging has enabled us to have instant communication, it has impaired our society’s abi lity to communicate verbally, can potentially put users at risk, and allows users to exploit themselves and others in the touch of a button. Text messaging is â€Å"a form of wireless communication where users send or receive short, digital messages electronically† (Galloway-Shoemaker). Over the years, texting has developed into an exceedingly popular trend that the majority of Americans owning cellularRead MoreEdrick C. Loving . Ms. Massey . English. 4/20/2017 . Teens1340 Words   |  6 PagesEnglish 4/20/2017 TEENS TEXTING AND DRIVING Texting and Driving is very dangerous many people die because of being distracted while driving. â€Å"Texting demographics† topics facts that the average teen male sends about 20 text a day. Texting and driving has received much attention people are dying everyday due to distracted drivers. This will be avoided if people pay more attention and just stay off their phone while on the road. The average teen male send about 20 text per day. While aRead MoreMobile Phones And Its Impact On The Way1559 Words   |  7 Pagesattached to their cell phone texting. This day and age sending a text is the quickest and most efficient form of communication. The Berkman Center for Internet Society at Harvard University found that (78%) of teens now have a cell phone and almost half (47%) of those teens have smartphones. That translates into (37%) of all teens who have cellphones, up from just (23%) in 2011(Madden). Today, people tend to use their phones to text more than they do to make phones calls, and this can serve toRead MoreThe New Popular Form Of Communication Among Teenagers1544 Words   |  7 Pagesallow society to do this in more efficient ways. Today, technology has provided better ways for people to talk to one another, whether it is from using the phone, sending emails, and more noticeably, through text messaging. Text messaging has now become the new p opular form of communication among teenagers. Texting has a long-lasting influence on people and how they communicate with each other. Some researchers are beginning to believe that this simple form of communication can be harmful to those whoRead MoreThe Effects Of Texting On Teens : Introduction And Hypothesis1130 Words   |  5 Pages The Affect Texting Has on Teens Introduction and Hypothesis The average teen from the ages 13-17 sends about 3,339 text messages per month, and 1 in 3 teens send over 100 per day. Teenagers are sending texts about 8% more than they were last year. Females send an outstanding amount of 4,050 text messages per month, and males send about 2,539. You think those numbers are shocking? Think again. The average teen spends about 9-10 hours on their phones every day. ThisRead MoreHow Cell Phones Changed Us Socially1503 Words   |  7 Pagesinteractions in today’s society. First it will show the point of having a cellular phone has changed the concept of social space and time among social interactions. Secondly, the paper will show how individuals misuse and don’t take responsibility for their mobile device. Following that, research will be presented that demonstrates how Short Message Service (texts) has taken its own way of communication in relationships. Lastly, this paper will look to provide a conclusion of the impact that th e useRead MoreCellphones Have Become A Huge Part Of Everyday Life1206 Words   |  5 Pagesmodern culture, technology has become a huge part of everyday life. This is replacing social interactions with social media and love letters with messaging and genuine friends with far away strangers. Over the course of technology development, social and communication skills have greatly decreased due to dependence on such devices, thus being a direct effect. For American teen’s, cellphones have become a vital social tool and texting the preferred communication method. Anywhere you go, you are mostRead MoreEffect of Text Messaging on Teen Age Students2267 Words   |  10 PagesSINHGAD TECHNICAL INSTITUTES CAMPUS SINHGAD INSTITUTE OF MANAGEMENT A Study on impact of text messaging on teen age students Prepared by Rambhu kumar(11) Komal jaiswal(15) Pankaj kakani(17) Sukirti keswani(18) Nitin maske(19) Introduction 1 See it? Hear it? Take it! This is still the mantra of many schools across the country that succinctly summarizes

Reaction for marriage and family Free Essays

I can really relate to this, in certain ways I have felt that my parents have tried to make me like them instead of letting me blossom into whom I want to be. I may not always make the choices that they want, or that they would choose, but in the same essence we are all different and we are all created to be who we want to become. The choices and decisions we make may not always be good or right, but the things we go through help us to grow up and learn things that we other wise would have never came to understand. We will write a custom essay sample on Reaction for marriage and family or any similar topic only for you Order Now I also agree very much with the part where he was talking about to being able to give your children your thoughts. Parents can preach to their kids and tell them their opinions all they want, but at the end of the day we are all our own individuals and we all have our own views and opinions, through the things that we have went through. Not one person on this earth goes through exactly the same pattern as anyone else, we all go through things that make us who we are, and we all have and see things differently. The beauty of that Is our thoughts are what make us, Some of the things that I do not particularly agree with are where he Is saying that hillier come through you, but are not really yours. That does not really sit well with me, because I feel that children are a gift to you and that they are yours. I believe that they are also gifts from God, but they are yours until you dedicate them back to God. That Is Just my opinion though; I suppose It could be wrong. I feel that you are suppose to raise your kids and take care of them and supply for them so therefore that means that they are yours. That was really the only part that did not sit very well with me. Overall, I can relate to his philosophy of parenting. I think that this writing was beautiful. Just reading It really made me think a lot about parenting and life. It Is a very deep and meaningful philosophy. It Is almost as though he Is saying that a child Is never really yours, and that you are merely there to be Like them. I do not think that to many parents actually live by this philosophy. I see a lot of parents that try to control or live through their children’s lives. Sometimes I think that parents Just want to protect or they care to much which Is why they control, but It does not make It right. I think that If more parents lived by the philosophy there would be a lot more mature children In the world, because they would have been learning how to make hand things to their kids and plant their own views in their kids head, they do not let experience and question life so they never really get to grow, then when they are on their own they go crazy because they never had the chance to learn. I really liked this article, it really did make me think quite a bit and think about things my parents did and things that I would like to do in the future. How to cite Reaction for marriage and family, Essays

Case Study Analysis Rough Draft free essay sample

Analysis Paper (Rough Draft) Case Study Analysis Paper (Rough Draft) How do you make sure that you are prepared early so that you are not running around at the last minute? Many people work at different skill levels and also can handle pressure differently. In order to ease the process it is usually better to keep ahead by preparing the things that are needed in advanced rather than waiting till the last minute. Knowing these types of skills also allows for people to work with less stress since they do not have to meet a deadline so quickly and have time to fully research what is needed to be done. The Situation In early April the 15 candidates were hired to work for the Operations Supervisor by one of the new recruiters. At this time the recruiter had six months experience at this job and no previous recruitments done for the company. The recruiter was not working with another recruiter that had more experience at the time to help with this process. Once the 15 candidates where hired he scheduled a new hire orientation to be held on June 15th as to make sure the new hires would be ready for work in July. A little over a month after the 15 candidates were hired the Operations Supervisor contacted the recruiter about all the information, paperwork and other necessities that needed to be done such as drug test, physicals, etc†¦. The recruiter gave assurance to the Operations Supervisor that everything would be handled by the time the orientation would be held on June 15th. The recruiter waited until after Memorial Day to check the records for the new hires to see if their applications were complete and if they had done the mandatory drug screenings and most had not been done. The recruiter then checked for the paperwork that would need to be given to the new hires in around 20 days and there were only three manuals all of which were missing pages making none of them complete. Once this was all the seen the recruiter went on a walk to clear his head and then returned to the office. He went to check on the scheduling of the conference room where the new hire orientation is to be held since he saw that one of the employees from technology services was setting up computer terminals. The schedule showed that the conference room was booked for the whole month for training seminars on the new database implementation that was going to occur. The recruiter is not sure what to do at this point since everything appears to be going wrong and the new hires would not be able to have orientation on time nor will they be able to start by July. Analysis 1: Correcting the problem At this time the recruiter is not sure what to do in order to fix all the problems that have arisen since there is such little time left to the deadline he had set. The wisest decision would be to separate the problems and then take them on one at a time. As far as the conference room situation goes the recruiter can speak with the person that is going to be holding the seminars to see at what times they are to be held. If there are some gaps in between the seminars it can be seen if the scheduling of the orientation would be affected or not. Also if there is a particular day that the seminars would not be taking place the orientation can be rescheduled for that day. The new hires that have not completed all the necessary paperwork or drug tests would be the next point issue to handle. The files would need to be reviewed to see who is missing what paperwork or tests so that they can be contacted accordingly and be given a deadline to complete it all or they will not be hired. In doing this it allows for the follow to seem more personal since the records are being looked at individually and also puts a sense of urgency in the new hire to get it all done. This would also allow the recruiter to contact the new hires with the date of the orientation if it has changed or just to give a reminder of the date if it has not changed. The final problem of the orientation manuals not being complete is next problem to work on. From the three manuals that the recruiter does have he should review each to see what pages are missing from one and see if they are available in one of the others. If all three manuals together can make one complete manual then copies can be run off of all three accordingly to be pieced together to make one manual. Once there is one complete manual then other copies can be made. If the manuals cannot be pieced together to make one then the recruiter would need to contact his or her supervisor to see how to obtain new manuals and the time frame that it would take to get them in. This would allow him to see if the orientation would need to be rescheduled or not due to the time it will take to get manuals for all the new hires. From this point on continued follow up of all the new hires paperwork and drug tests would need to be done to make sure that they will be done before the orientation is held. Following up of the conference room schedule would also need to be done to make sure that there is nothing else newly scheduled that may have interference with the orientation. The final detail that would need to be followed up on is the status of the operations manuals being ready by the date of the orientation, such as checking with who is making them and if they are running behind or if everything is on schedule. Analysis II Proper Procedure There are many different aspects that would need to be revised in order to make sure that issues like this can be avoided in the future. Proper supervision of procedures is one the major aspects that would need to be looked at first. Since the recruiter was new and it was the first recruitment they had done another more experienced recruiter could have shadowed the process to make sure that everything is done correctly. Shadowing would allow for the new recruiter to put to the test their training and if there are points that are not done right it can be caught early. This makes for better teamwork as well as a confidence building situation for the new recruiter. During the hiring process the new hires should be given deadlines to have all of their applications and other necessary paperwork completed in order to continue processing them as a new hire. The same should also be done with the drug testing, rather than giving them till the orientation date they should have a date within 30 days to complete it so that if they don’t they can be given a little more time or there would still be ample time to hire a replacement if needed. With these deadlines in place it has the employees take the time needed to get the tasks done but also does not give them excess time to procrastinate on the getting them done. As far as the orientation paperwork situation goes the recruiter would need to check how many are available right after hiring the employees to make sure that there would be enough. With this being done early then the recruiter would be able to contact the Operations Supervisor with plenty of time to let them know that they are short on the manuals necessary for the orientation. Checking this also allows the recruiter to stay on top of ordering the manuals so that there will always be some in supply as and would only need to order more to replace the ones that are going to be used. Conclusion The best solution that was presents was from the second analysis. This solution sets the goals of the company to not only train their employees better but also to promote teamwork in order to increase accuracy in the way that jobs are done. With the shadowing being done the more experienced recruiter could have had the newer recruiter set up the deadlines for the new hires, as well as how, where and when to check on the paperwork that is needed for the orientation. The communication on how often to check the scheduling log for the conference rooms could have also been brought up. The better the training and teamwork the better the situation turns out.

Naubahar Pepsi Hrm Report free essay sample

2 HUMAN RESOURCES MANAGEMENT 2 HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT COMSATS Institute of Information Technology M. A Jinnah Campus, Lahore. Acknowledgment 2 HUMAN RESOURCES MANAGEMENT First of all we thank Allah Almighty the most beneficent and merciful who gave us strength, patience and inspiration needed to complete this task, which is essential requirement for the completion of our project. We would like to acknowledge, MAM FUKAIHA KAKAKHAIL It was only due to his guidance, we had the opportunity to gain the latest hand-on knowledge conducting ON NAUBAHAR BOTTLING COMPANY We are also very thankful to all our fellows who Guide us in all The manners we required. Executive summary 2 HUMAN RESOURCES MANAGEMENT PepsiCo, Inc. , incorporated in 1919, manufactures, markets and sells soft drinks and concentrates, and snack foods. PepsiCo and its divisions and subsidiaries operate in three business segments: Worldwide Snacks, Worldwide Beverages and Quaker Foods North America (QFNA). The Companys snack food business is comprised of two business units: Frito-Lay North America (FLNA) and Frito-Lay International (FLI). We will write a custom essay sample on Naubahar Pepsi Hrm Report or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The Companys beverage business is comprised of three usiness units: Pepsi-Cola North America (PCNA), Gatorade/Tropicana North America (GTNA) and PepsiCo Beverages International (PBI). On August 2, 2001, the Company completed a merger transaction with The Quaker Oats Company (Quaker) whereby Quaker became a wholly owned subsidiary of PepsiCo. 2 HUMAN RESOURCES MANAGEMENT DEDICATION Our Honorable Teachers Loving Parents Whose, Love, Affection, Motivation, Patience, Support Spiritual Inspiration Give us Encouragement, To all those People who have quenched for Knowledge, To all those who have dedicated their lives to others, To all of those who have served and sacrificed for Sake of Freedom To all of those people, they may be gone now But they will never be 2 HUMAN RESOURCES MANAGEMENT Forgotten. Table of Content  · Mission statement  · Vision  · Pepsi introduction and future planning  · Pepsi slogan and logo  · Organizational structure  · Delivery system ? Direct delivery ? In direct delivery  · Departments ? Operating department ? Production department ? Human resource department  · Structure of human resource department  · Major functions ? Planning and forecasting ? Planning ? Human resource planning ? Human resource planning process ? Forecasting ? External supply 2 HUMAN RESOURCES MANAGEMENT Internal supply ? Forecasting human resource demand  · Job description ? Job description process ? Job identification ? Job summary ? Responsibilities and duties ? Standard of performance ? Working condition ? Authority and incumbent  · Job specification ? Specification for trained personnel ? Specification for untrained personnel ? Specif ication based on judgment ? Specification based on statistical analysis  · Recruitment and selection process  · Recruitment in Naubahar bottling company ? Major sources ? Types ? Candidates ? Newly hired  · Training and development ? Basic model ? GAP ? Structure need 2 HUMAN RESOURCES MANAGEMENT  · Application process  · Model of result oriented needs assessment  · Compensation management ? Compensation ? Reward system ? Salary ? Probation period ? Rent ? Medical care ? Social security card ? Transportation  · Changes within the organization ? Promotion ? Transfer ? Demotion  · Separation ? Lay off ? Retirement ? Resignation  · Leave system ? Casual leave ? Medical leave ? Annual leave  · Weakness in human resources department  · Observations and suggestions 2 HUMAN RESOURCES MANAGEMENT  · Recommendations  · Glossary MISSION STATEMENT â€Å"The mission is to produce PepsiCo quality everages, maintain market leadership by growing our sales volumes, strengthen our market share, delivering ROI to all of its stakeholders and fulfill its responsibilities in the community†. 2 HUMAN RESOURCES MANAGEMENT VISION STATEMENT 2 HUMAN RESOURCES MANAGEMENT â€Å"The Vision of the company is to continue to build a strong company which i s the number one beverage company in Pakistan and provides value to all of its stakeholders. † PEPSI IN PAKISTAN Pepsi cola is also very popular in Pakistan that’s why its market share is about 90% in the soft-drink market. Pepsi Cola International, a emarkable name in the cola industry is doing its business in Pakistan through franchising. PCI has developed following bottlers in Pakistan till now. Naubahar Bottling Company is the largest manufacturer and distributor of Pepsi Cola soft drinks in Pakistan. 2 HUMAN RESOURCES MANAGEMENT These franchises are located in PAKISTAN ? Karachi ? Lahore ? Multan ? Faisalabad ? Gujranwala ? Peshawar ? Islamabad ? Sukkher ? Hyderabad Naubahar bottling company (NBC) Pvt. Ltd. Gujranwala Naubahar Bottling Co. (Pvt. ) Ltd. (NBC) is one of the nine (09) franchises of â€Å"Pepsi Cola International† in Pakistan. Naubahar Bottling Co. Pvt. ) Ltd. (NBC) first was involved in the business of manufacturing and marketing of Coca-Cola. Later on it started 2 HUMAN RESOURCES MANAGEMENT manufacturing and marketing business with Pepsi Cola in May 27, 1981. The Area allotted to it, was Gujranwala Franchise. The franchise area consists of the following nine districts. ? Gujranwala ? Gujrat ? Hafizabad ? Mandibghaud ? Jehlum ? Sialkot ? Narowal ? Sheikhupura ? Chakwal The company operates through a well-established network of a number of distributors. The company has two types of delivery systems i. e. ? Direct delivery system ? Indirect delivery system The basic difference between the direct and the indirect delivery system is that in a direct distribution system, the company spends its own resources while in an indirect distribution; the dealer spends his own resources on all the factors which increases the sales volume: DIRECT IRECT DELIVERY ELIVERY SYSTEM YSTEM 2 HUMAN RESOURCES MANAGEMENT Manufacturer Retailers Customers INDIRECT NDIRECT DELIVERY ELIVERY SYSTEM YSTEM Manufacturers distributor Retailers Customers Most importantly, this direct delivery system is present only in Gujranwala franchise in Pakistan. The company also has its depots (remote depots) in different cities. It helps a lot in increasing its sale and directing the distribution system. They are in ? Sialkot ? Gujrat ? Shahdara ? Jehlum ? Sheikhupura ? Narowal HISTORY AND FUTURE PLAN THE SUMMER OF 1898, AS USUAL, WAS HOT AND HUMID THE SUMMER OF 1898, AS USUAL, WAS HOT AND HUMID IN NEW BERN, NORTH CAROLINA. SO A YOUNG IN NEW BERN, NORTH CAROLINA. SO A YOUNG PHARMACIST NAMED CALEB BRADHAM BEGAN PHARMACIST NAMED CALEB BRADHAM BEGAN EXPERIMENTING WITH COMBINATIONS OF SPICES, JUICES, EXPERIMENTING WITH COMBINATIONS OF SPICES, JUICES, AND SYRUPS TRYING TO CREATE A REFRESHING NEW AND SYRUPS TRYING TO CREATE A REFRESHING NEW 2 HUMAN RESOURCES MANAGEMENT DRINK TO SERVE HIS CUSTOMERS. HE SUCCEEDED BEYOND DRINK TO SERVE HIS CUSTOMERS. HE SUCCEEDED BEYOND ALL EXPECTATIONSBECAUSE HE INVENTED THE BEVERAGE ALL EXPECTATIONSBECAUSE HE INVENTED THE BEVERAGE KNOWN AROUND THE WORLD AS PEPSI-COLA. KNOWN AROUND THE WORLD AS PEPSI-COLA. Caleb Bradham knew that to keep people returning to his pharmacy, he would have to turn it into a gathering place. He did so by concocting his own special beverage, a soft drink. His creation, a unique mixture of kola nut extract, vanilla and rare oils, became so popular his customers named it Brads Drink. Caleb decided to rename it Pepsi-Cola, and dvertised his new soft drink. People responded, and sales of Pepsi-Cola started to grow, convincing him that he should form a company to market the new beverage In 1902, he launched the Pepsi-Cola Company in the back room of his pharmacy, and applied to the U. S. Patent Office for a trademark. At first, he mixed the syrup himself and sold it exclusively through soda fou ntain. He mixed the syrup himself and sold it exclusively through soda fountains. But soon Caleb recognized that a greater opportunity existed to bottle Pepsi so that people could drink it anywhere. 1903, Pepsi-Cola was officially registered with the U. S. Patent Office. That year, Caleb sold 7,968 gallons of syrup, using the theme line Exhilarating, Invigorating, Aids Digestion. He also began awarding franchises to bottle Pepsi to independent investors, whose number grew from just two in 1905, in the cities of Charlotte and Durham, North Carolina, to 15 the following year, and 40 by 1907. By the end of 1910, there were Pepsi-Cola franchises in 24 states. Pepsi-Colas first bottling line resulted from some less-thansophisticated engineering in the back room of Calebs pharmacy. Building a strong franchise system was one of Calebs greatest 2 HUMAN RESOURCES MANAGEMENT achievements. Local Pepsi-Cola bottlers, entrepreneurial in spirit and dedicated to the products success, provided a sturdy foundation. They were the cornerstone of the Pepsi-Cola enterprise. By 1907, the new company was selling more than 100,000 gallons of syrup per year. 1898 Caleb Bradham’s, a New Bern, North Carolina, pharmacist, renames Brads Drink, a carbonated soft drink he created to serve his drugstores fountain customers. The new name, Pepsi- Cola, is derived from two of the principal ingredients, pepsin and kola nuts. It is first used on August 28. 903 In keeping with its origin as a pharmacists concoction, Bradhams advertising praises his drink as Exhilarating, invigorating, aids digestion. 1905 A new logo appears, the first change from the original created in 1898 1920 Pepsi appeals to consumers with, Drink Pepsi-Cola. It will satisfy you. 1938 The trademark is registered in the Soviet Union. 1941 In support of Americas war effort, Pep si changes the color of its bottle crowns to red, white and blue. A Pepsi canteen in Times Square, New York, operates throughout the war, enabling more than a million families to record messages for armed services personnel overseas. 950 More Bounce to the Ounce becomes Pepsis new theme as changing soft drink economics force Pepsi to raise prices to competitive levels. The logo is again updated. 2 HUMAN RESOURCES MANAGEMENT 1953 Americans become more weight conscious, and a new strategy based on Pepsis lower caloric content is implemented with The Light Refreshment campaign. 1958 Pepsi struggles to enhance its brand image. Sometimes referred to as the kitchen cola, as a consequence of its longtime positioning as a bargain brand, Pepsi now identifies itself with young, fashionable consumers with the Be Sociable, Have a Pepsi theme. A distinctive swirl bottle replaces Pepsis earlier straight-sided bottle. 1963 In one of the most significant demographic events in commercial history, the post-war baby boom emerges as a social and marketplace phenomenon. Pepsi recognizes the change, and positions Pepsi as the brand belonging to the new generation-The Pepsi Generation. Come alive! Youre in the Pepsi Generation makes advertising history. It is the first time a product is identified, not so much by its attributes, as by its consumers lifestyles and attitudes. 1964 A new product, Diet Pepsi, is introduced into Pepsi-Cola advertising. 973 Pepsi Generation advertising continues to evolve. Join the Pepsi People, Feelin Free captures the mood of a nation involved in massive social and political change. It pictures us the way we are-one people, but many personalities. 1976 Have a Pepsi Day is the Pepsi Generations upbeat reflection of an improving national mood. Puppies, a 30-second snapshot of an encounter between a very s mall boy and some even smaller dogs, becomes an instant commercial classic. 1982 With all the evidence showing that Pepsis taste is superior, the only question remaining is how to add that message to Pepsi 2 HUMAN RESOURCES MANAGEMENT Generation advertising. The answer? Pepsis got your Taste for Life! a triumphant celebration of great times and great taste. 1990 Teen stars Fred Savage and Kirk Cameron join the New Generation campaign, and football legend Joe Montana returns in a spot challenging other celebrities to taste test their colas against Pepsi. Music legend Ray Charles stars in a new Diet Pepsi campaign, You got the right one baby. 1991 You got the Right one Baby is modified to You got the Right one Baby, Uh-Huh! The Uh-Huh Girls join Ray Charles as back-up singers and a campaign soon to become the most opular advertising in America is on its way. Supermodel Cindy Crawford stars in an award-winning commercial made to introduce Pepsis updated logo and package graphics. 1992 Celebrities join consumers, declaring that they Gotta have it. The interim campaign supplants Choice of a New Generation as work proceeds on new Pepsi advertising for the 90s. Mountain Dew growth continues , supported by the antics of an outrageous new Dew Crew whose claim to fame is that, except for the unique great taste of Dew, theyve Been there, Done that, Tried that. 1993 Be Young, Have fun, Drink Pepsi advertising starring asketball superstar Shaquille ONeal is rated as best in U. S. 1994 New advertising introducing Diet Pepsis freshness dating initiative features Pepsi CEO Craig Weather up explaining the relationship between freshness and superior taste to consumers. 1995 In a new campaign, the company declares Nothing else is a Pepsi and takes top honors in the years national advertising championship. In 2000 PepsiCo sales are $20 billion and the company has 125,000 employees at year 2 HUMAN RESOURCES MANAGEMENT Now Pepsi is available in more than 200 countries of the world. Pepsi slogan and logo 1902 Brads Drink 903 Exhilarating, Invigorating, Aids Digestion 1906 Original Pure Food Drink 1908 Delicious and Healthful 1915 For All Thirsts Pepsi: Cola 1919 Pepsi: Cola It make s you Scintillate 1920 Drink Pepsi: Cola It Will Satisfy You 1928 Peps You Up! 1929 Heres Health! 1932 Sparkling, Delicious 1933 Its the Best Cola Drink 1934 Double Size Refreshing and Healthful 1938 Join the Swing to Pepsi 1939 Twice as Much for a Nickel 1943 Bigger Drink, Better Taste 1947 Its a Great American Custom 1949 Why Take Less When Pepsis Best? 1954 The Light Refreshment 2 HUMAN RESOURCES MANAGEMENT Refreshing Without Filling 958 Be Sociable, Have a Pepsi 1961 Now Its Pepsi for Those Who Think Young 1963 Come Alive! Youre in the Pepsi Generation 1967 Taste that Beats the Others Cold, Pepsi Pours It On. 1969 Youve Got a Lot to Live, Pepsis Got a Lot to Give 1973 Join the Pepsi People Feelin Free 1976 Have a Pepsi Day! 1979 Catch That Pepsi Spirit Take the Pepsi Challenge 1981 Pepsis Got Your Taste for Life 1983 Pepsi Now! 1984 The Choice of a New Generation 1987 Americas Choice 1989 A Generation Ahead 1992 Gotta Have It 1993 Be Young, Have Fun, Drink Pepsi 1995 Nothing El se is a Pepsi 1997 Generation Next 1998 Same Great Taste 999 The Joy of Cola 2000 The Joy of Pepsi 2 HUMAN RESOURCES MANAGEMENT 2003 Pepsi. Its the Cola 2010 Yes you can Organizational structure 2 HUMAN RESOURCES MANAGEMENT Director General Manager Sales Manager (Local Sales) Sales Manager (Out Sales) Plant Manger Marketing Services Manager S D Mangers Assistant Manager Marketing Services Publicity Manager Store Manag er Shippin g Manage r MIS Manage r Finance Manager Purchas e Manage r Audit Manage r HR Manage r Producti on Manager QC Manager Managing Director Store Manag er Shippin g Manage r Purchas e Manage r Audit Manage r 2 HUMAN RESOURCES MANAGEMENT MAIN PRODUCTS OF PEPSI MAIN PRODUCTS OF PEPSI Pepsi The flagship product and the best tasting beverage there is. Diet Pepsi Great taste, with only one calorie. Pepsi Vanilla Fresh new Vanilla taste Diet Pepsi Vanilla Fresh new Vanilla taste with only one calorie Pepsi One Great tasting with only 1 calorie. Pepsi Twist Adds a twist of lemon to the great Pepsi taste. Wild Cherry Pepsi Adds the flavor of cherry to the great Pepsi taste. Mountain Dew Crystal clear and refreshing. Code Red Mountain’s product Aquafina Bottled water. Mirinda Fruit drink. DEPARTMENTS DEPARTMENTS (1) OPERATING DEPARTMENTS  · Procurement store Raw material purchase  · General purchases  · Purchase process  · Domestic and foreign purchase (2) PRODUCTION DEPARTMENT  · Quality control  · Water treatment 2 HUMAN RESOURCES MANAGEMENT  · Process of empty bottling filling  · Process of washing bottles (3) H. R. M DEPARTMENT  · Structure of H. R. M Department  · No of employees working in H. R. M Department  · Functions of H. R. M Department  · Human Resource Planning and Forecasting  · Human Resource planning process  · Recruitment and selection  · Employees Selection Process  · Recruitment Process in NBC  · Model of result oriented need assessment  · Training in NBC Organizational management STRUCTURE OF HR DEPARTMENT Assistant to H. R Manager (H. R Executive) Assistant to H. R Manager (H. R Officer) 2 HUMAN RESOURCES MANAGEMENT Number of employee working in the H. R. M Department: Almost three employees working under the Human Resource Manager but on the other hand 2500 employees working in PEPSI (Naubahar Bottling Company) also manage the H. R department with the coordination of the each department. Major Functions ? Human Resource Planning and Forecasting 1. 1. HUMAN RESOURCE PLANNING: HUMAN RESOURCE PLANNING: Human Resource Planning Parallels the plans for the business as a whole. HRP focuses on questions such as these: i. What do the proposed business strategies imply with respect to human resources? ii. What kinds of internal and external constraints will (or do) we H. R Helper 2 HUMAN RESOURCES MANAGEMENT face? iii. What are the implications for staffing, compensations practices, training and development, and Management succession? iv. What can be done in the short run (tactically) to prepare for long term (strategic) needs? Although HRP means different things to different people, general agreement exist on its ultimate objective-namely the most ffective use of scarce talent in the interest of the worker and organization. Thus we may define HRP broadly as an effort to anticipate future business and environmental demands on an organization, and to provide qualified people to fulfill that business and satisfy those demands. This general view suggests several specific. Interrelated activities that together constitute an HRP System. They include: ? A talent inv entory : A talent inventory to assess current human resources (skills, abilities, and potential) and to analyze how they are currently being used. ? Human Resource Forecast: 2 HUMAN RESOURCES MANAGEMENT Human resource forecast to predict future HR requirements (the number of worker needed, the number expected to be available based on labor market characteristics, the skills mix required, internal versus external labor supply) ? Action Plans : Action plans to enlarge the pool of people qualified to fill the projected vacancies through such actions as recruitment, selection, training, placement, Transfer, promotion, development, and compensation. ? Control and evaluation : Control and evaluation to provide feedback on the overall effectiveness of the human resource planning system by onitoring the degree of attainment of HR objectives. ?Human Resource Planning Process Issues Analysis Business needs External Factors Internal supply 2 HUMAN RESOURCES MANAGEMENT ? Human Resource Forecasts: The purpose of human resource forecasting is to estimate labor requirements at some future time period. Such forecasts are two types. ? The external and internal supply of la bor and Action Plans Staffing authorizations Recruitment Promotions and transfers Organizational changes Training and development Compensation and benefits Labor relations Forecasting Requirements Staffing levels Staffing mix (Qualitative) 2 HUMAN RESOURCES MANAGEMENT ? The aggregate external and internal demand for labor o EXTERNAL AND INTERNAL SUPPLY ? Forecasting External Human Resource Supply Recruitment and hiring new employees are essential activities for virtually all firms, at least over the long run. Whether they are due to projected expansion of operations or to normal workforce attribution, forays into the labor market are necessary. Managers in (PEPSI) Naubahar Bottling Company pay especially close attention to forecasts of HR supply. ? Forecasting Internal Human Resource Supply A reasonable starting point for projecting a firm’s future supply of labor is its current supply of labor. Perhaps the simplest type of internal supply forecast is the succession plan, a concept that has been discussed in the planning literature for over 25 years. Succession plans may be developed for management employees, non management employees, or both. The process for developing such a plan includes setting planning horizon, identifying replacement candidates for each key position, assessing current performance and readiness for promotion, identifying career evelopment needs, and integrating the career goals of individuals with company goals. JOB DESCRIPTION 2 HUMAN RESOURCES MANAGEMENT Job description also provide on the basis of the designation. Job description form also provides in the written form to the each department according to the designation of the employees then each department provides job description to their employees. Here the pay professional should stand ardize and complete the job description that were found to be lacking or missing during the initial audit and review. Job description will serve as and anchor for the pay professional . They will provide a comprehensive understanding of the organization and will serve as the initial basis for job evaluation. A written statement of what the worker actually does how he or she does it and what the job’s working conditions are ? Section of a typical job description; ? Job identification ? Job summary ? Responsibilities and duties ? Authority of incumbent ? Standards of performance ? Working condition 2 HUMAN RESOURCES MANAGEMENT ? Job specification ? JOB IDIENTIFICATION;  · Job title  · FLSA status section  · Preparation date  · Prepared by ? JOB SUMMARY;  · Describe the general nature of the job Lists the major function or activities ? RESPONSIBILITIES AND DUTIES; A list of the job’s major responsibilities and duties defines limits of jobholder decision making authority, direct supervision and budgetary limitation. ? STANDARD OCCUPTIONAL CLASSIFICATION; Classifies all workers into one of 23 major groups of jobs which are subdivided into further 96 minor groups of job and detailed occupations. ? STANDARED OF PERFORMANCE AND WORKING CONDITION Lists the standard the employees expected to achieve under each of the job description’s main duties and responsibilities. Job description use for: New position ? For promotion 2 HUMAN RESOURCES MANAGEMENT ? Recruitment ? Transfers ? Performance Management ? Career Planning ? Staff Planning ? Training and Development Steps in the Job Description Process Determine Method of collecting Data Design the Questionnaire Identify the Appropriate incumbent Conduct the Interview Write the Draft process or Results Review and Rewrite 2 HUMAN RESOURCES MANAGEMENT JOB SPECIFICATION ? Specification for trained personnel ? Specification for untrained personnel ? Specification based on judgment ? Specification based on statistical analysis Recruitment and Selection ; A. Recruitment as a Strategic Imperative: Recruitment is a form of business competition. Just as corporations complete to develop, manufacture, and market the Obtain Approval of Incumbent and supervisor 2 HUMAN RESOURCES MANAGEMENT best product or service, so they must also complete to identify, attract, and hire the most qualified people. Recruitment is a business and it is big business. It demands serious attention from management, for any business strategy will falter without the talent to execute it. Certainly, the range of recruitment needs is broad. A small manufacturer in a well-populated rural area faces recruitment challenges that are far different from those of a high technology firm operating in global markets. B. The Employee Recruitment and Selection Process: Specification of people/task Requirements of jobs Specification of human resources Requirements A pool of qualified candidates Job analysis Human Resource Planning Recruitment 2 HUMAN RESOURCES MANAGEMENT A smaller pool of qualified candidates New Employees Understanding of Company / Departmental policies, procedures And benefits Optimal match of employee talents With organizational needs Competence to perform present or Initial Screening Placement Selection Orientation Training 2 HUMAN RESOURCES MANAGEMENT Future Job requirements Feedback regarding past and Present job performance supervisor/ subordinate plans for the future RECRUITMENT PROCEDURE IN NAUBAHAR BOTTLING COMPANY ?Major sources of potential job candidates are ? Newspaper Adds ? Internal Search Advertisement ? Employees Referrals (Permanent Employees of NBC) Performance Appraisal 2 HUMAN RESOURCES MANAGEMENT ?Types of Recruitment ? Permanent Recruitment (Minimum Requirement Intermediate) ? Daily Wages (At least Metric) Contract (Graduation and Master for one year) ?The candidates are selected on the basis of ? Interview by HR Manager ? Interview by Factory Manager ? Interview by Concerned Department Head ? Final Interview by MD/Director ?Check list for newly hire employees ? N. B. C application form ? Application (own hand written) ? Original Resume ? Attested copies of academic certificates ? Four number of photographs (passport size) ? Salary evidence 2 HUMAN RESOURCES MANAGEMENT ? Two reference with complete name, address, Designation and contact number ? Driving license of the employee ? Interview evaluation form and test result Training and Development Training Need Assessment A. Basic Model It shows that in defining training needs we have to start by identifying and comparing two levels of performance: the standard (desired, optimum, future, planned) performance level (PS) and the current (existing real) performance (pc). The difference between these two levels is the performance gap. B. Defining the gap between current and desired performance The identification of current performance starts by fact-finding, which consists of collecting information indicative of performance, describing and measuring it. For example, the plant utilization may be chosen and measured as global indicator of performance. The related competence 2 HUMAN RESOURCES MANAGEMENT problems of production managers may be in areas of production scheduling and control, maintenance management, quality improvement and purchasing. Factors other than the production managers’ competence (calling for non-training solutions) may include a shortage of foreign exchange, the absence of any bonus systems for stimulating better utilization of plant, and so on. C. Structure of the needs In applying the approaches described above, it is useful to be able to refer to clear and generally acceptable ways of structuring the training and development needs. This help to avoid confusion in what is meant by needs, and endless debates on the differences between performance and competence, and so on. In particular, it is useful to differentiate between the levels of organizational performance, individual behavior and performance, and competence, this consist with the postulate that training must be performance and result oriented. ? Organizational performance Individual behavior and performance ? Competence APPLICATION PROCESS 2 HUMAN RESOURCES MANAGEMENT Application Form Fill up and Signature of Department Head Transfer in Attendance Leave Register Check by time office availability of leaves Submitted in Time Office Application Process 2 HUMAN RESOURCES MANAGEMENT Model of results oriented needs assessment Spotting organizational problems Tracing problems to their main cause s and areas Recognizing individual (group) performance problem Job analysis Performance appraisal Determining performance improvement needs Separating Training from non training solutions 2 HUMAN RESOURCES MANAGEMENT COMPENSATION MANAGEMENT ?Compensation At a broad level, and organizational reward system includes any thing and employee values and desires that an employer is able and willing to offer in exchange for employee contribution. More specifically, the reward system includes both financial and no financial Rewards. Financial rewards include direct payments (e. g. salary) plus indirect payments in the form of employee benefits. Compensation program also manage in the time office. Salaries are paid to the daily wages, contract and permanent employees according to their designation. Salaries and plus benefits also provide to the employees. REWARD SYSTEM 1. Pension (60 years) 1. Petrol + Maintenance 2. Direct Payments (Salaries) 2. Protection Program 3. Bonus (Three Basic Pay Annually) 3. Effective Supervision Training needs and solutions Non-Training needs and solutions Financial Non Financial 2 HUMAN RESOURCES MANAGEMENT 4. Accommodation 5. Utilities bills 6. Vehicles ? SALARY Salary of all the workers permanent and temporary (Daily Wages) is prepared in time office with the help of attendance register. Salary of permanent employee is prepared at the last of month and the salary of daily wages workers twice a month. The increment is made when a worker complete one year in service. Following deductions are made for preparation of salary. The increment is made when a worker complete one year in service. Following deductions are made for preparation of salary. Daily Wages Permanent Basic (daily wages) Rs. 81 Basic Pay 66. 7 % of gross pay CLA- 1 Rs. 4 Salary Preparation 2 HUMAN RESOURCES MANAGEMENT House Rent 40% of basic Pay CLA- ii Rs. 2 Convene Allowance Rs. 3oo/- CLA- iii Rs. 7 Other Allowances Rs. oo/- Special Excreta Rs. 7 EOBI Rs. 30/- (Deduct) Adhock Relief Rs. 14 EOBI ESSI 6% (Company) ? PROBATION PERIOD: In the Naubahar bottling company the probation period of new employee is three to six months in the probation period employee work routine wise. There is no leave granted during the probation period. Total Rs. 116 2 HUMAN RESOURCES MANAGEMENT In the probation period employee efficiency and effectiveness has been check the permanent recruitment depends on the efficiency and effectiveness of the employee. The probation period is necessary for the newly hire employee it s the basis for permanent employee if the probation period of the employee is satisfactory the employee will be hire permanently if the probation is not satisfactory level then the employee will be dismiss. During the probation period the salary will be given to the selected candidate the salary will be start from the first month. ? RENT OR RESIDENCE FACILITY: Rent or resident facility is given by company to those employees who are from out of station/town/city. And their rent is paid by company. ? MEDICAL CARE: The company provide the facility of Social security card to the employee both permanent and daily wages. This card is issued by the Employee Social Security Institute (ESSI). With this card an employee gets a lot of benefits with pay anything. The social security card is allotted to these candidates whose pay is up to 5ooo/-. Following documents are required to achieve the social security card. Social Security Card 2 HUMAN RESOURCES MANAGEMENT Application to the factory manager ID card of Employee Detail of depended persons Registration Card (ESSI) Affidavit of Parents Form Medical Fitness Form ID Cars of Dependents Persons ? TRANSPORTATION: Transportation allowance is given to only permanent employees which is included in their salary. The amount of conveyance allowance vary from job to job depend on status of job. Transportation allowance is included in their salary in the name of CONVEYANCE ALLOWANCE. ? CHANGES WITHIN THE ORGANIZATION ? Promotion ? Transfer ? Demotion 2 HUMAN RESOURCES MANAGEMENT 1. Promotion Promoted employees usually assume greater responsibility and authority in return for higher pay, benefits, and privileges, psychologically, promotions help satisfy employees needs for security, belonging, and personal growth. Promotions are important organizational decisions that should receive the same careful attention as any other employment decision. Promotion in NBC ? An employee Promoted after three years services in NBC but only on permanent basis. ? On the other hand if en employee has intermediate qualification and during the job he complete his graduation he will be promote 2. Transfer Transfer function performs in NBC. There are two types of Transfer ? Transfer with NOC ? Transfer without NOC ? Tr ansfer With NOC If an employee transfer from department to any other department NOC is necessary for transfer. For example an employee transfer from production to shipping NOC is necessary for transfer. ? Transfer without NOC 2 HUMAN RESOURCES MANAGEMENT An employee can transfer from sale department to sale department without NOC. For example an employee transfer from Gujranwala to Gujarat in sale department NOC is not necessary 2. Demotion Employee demotions usually involve a cut in pay, status, privilege, or opportunity, they occur infrequently since they tend to be accompanied by problems of employee apathy, depression, and inefficiency that can undermine the morale of a work group. For these reasons, many managers prefer to discharge or to move employees laterally rather than demote them. ?SEPRATION 1) Layoffs 2) Retirements(PENSION) 3) Resignations 1. Layoffs How safe is my job? For many people that is the issue of the late 1990s. It is becoming clear that corporate cutbacks were not oddity of the 1980s and 1990s, but rather are likely to persist. Involuntary layoffs are never pleasant, and management policies must consider the impacts on those who leave, on those who stay, on the local community, and on the company 2. Retirements(PENSION) 2 HUMAN RESOURCES MANAGEMENT For selected employees, early retirement is possible alternative to being laid off. Early retirement programs take many forms, but typically they involve partial pay stretched over several years, along with extended benefits. Early retirement programs are intended to provide incentives to terminate; they are not intended to replace regular retirement benefits. Any losses in pension resulting from early retirement are usually offset by attractive incentive payments. In NBC no early retirement is not possible pension are paid after retirement to those employees who are more than 60 years of age. 3. Resignations Resignation, or voluntary worker turnover, has been increasing steadily over the past 15 years, particularly among white-collar and professional workers. Employees who resign should avoid burning their bridges behind them, leaving anger and resentment In their wake; instead, they should leave gracefully and responsibly, stressing the value of their experience in the company. In NBC early resignation is possible who will resign from the company; he must deprive from the benefits of the company. ? LEAVE SYSTEMVACATION CRITERIA LEAVE SYSTEMVACATION CRITERIA : Like other multinational companies Naubahar Bottling Company (NBC) Allot to the permanent staff different kind of leaves. Weekly rest day and other holidays declared by the Government of Pakistan around the year enjoy every permanent employee of NBC. Except all above leaves the company allotted the following holidays to the permanent workers. 2 HUMAN RESOURCES MANAGEMENT ? Causal Leaves When a permanent employee completes his probation period of three month (Extendable if required) he has awarded ten (10) causal leaves which one can avail in any cause of emergency with full pay. A worker can not avail all the leaves (Expect Special causes) at once he can maximum four (4) leaves can avail at once. Medical Leaves Sixteen (16) Medical leaves are given to the permanent employee for the period of one year. A Permanent employee can avail these leaves with half pay. If the employee goes on leave for more then 4 leaves then he would have to present the Medical certificate in which his disease and rest mentioned. ? ANNUAL LEAVES When a permanent employee complete his one year in this company, He is eligible to a vail the fourteen (14) annual leaves for any visit purpose with his family with full pay. Mostly these holidays are allotted to the workers in off season. If a worker did not avail these leave Then it transfers it into his account. But only two year vacations are recorded and two year it did not transfer to the previous balance. ? Leaves Against Over Time In Naubahar Bottling Company (NBC) at officer supervision level did not pay against over time. He can change his overtime to a leave. Every body can not do over time. Only those persons those who are permitted by the department head. 2 HUMAN RESOURCES MANAGEMENT ? CRITERIA RITERIA OF OF LEAVE EAVE APPLICATION PPLICATION When a permanent employee wants to a leave he gets an application form from the time office. First of all the time office staff checked that is there availability of leaves in his account, if yes then the concern person marked the application that many leaves in his account. After that the applicant fills up this application for and then signature from hiss concern head of the department. After fill up this form submitted in the time office and the time office staff transfer it in the attendance and leaves register according to their department. ? OVER VER TIME IME APPLICATION PPLICATION To avail over time following process is completed by the applicant. ? INTIMATION NTIMATION FORM ORM Causal Leaves Medical Leave Annual Leaves Over time leave Types of Leaves 2 HUMAN RESOURCES MANAGEMENT First of all a intimation form is filled by the applicant and then he go to his manager for sign that he is need to department for over time. After the signature of manager this for is submitted in the time office. ? OVER VER TIME TIME/A /ALLOWANCE LLOWANCE FORM ORM Now after submitted the intimation form the applicant submit a form in the time office and the time office person transfer this from application to the over time register in which is against over time are recorded. WEAKNESSES IN HR DEPARTMENT 1. Policies have been developed but not implement. 2. The employees did not promote soon that’s why employees leave the factory. 3. New employee’s salary is more than old employees. 4. Lose the key employees because of the reference. 5. One person handles all the recruitment procedure of the N. B. C which may be burden for him. 6. HRM department in NBC is not working professionally . Only two to three persons are handling all the work. H. R. M functions are more but employees working in H. R. M Department are less. OBSERVATINS AND SUGGESTIONS There should be proper planning by: ? Assessing current human resource standards generating human 2 HUMAN RESOURCES MANAGEMENT resources inventory. ? Assessing future human resources needs by organization’s strategies future programs. ? After assessing current capabilities of future needs a program should be developed to have right person for the right job at right time. ? At the moment, HR department is itself facing staffing problem it seems to be non existent. ? The selection process through which candidates pass is very slow time consuming pass is very slow and time consuming. Candidate have to sit day long waiting for management approval to start test then. There is service of interviews which have no time table. It is generally three four days patience test trouble some for candidates from other cities or already doing jobs. ? For the medical bills and small loan employees need to get managing director’s approvals and then pass through a long procedure. It should be simplified. Department heads should be authorized to approved loans and medical bills up to a certain amount. ? Computer job related aptitude test should also be made part of selection tests to have better job personality fit. Formal training is conducted but that is due to ISO department not with the planning/efforts of HR department. ? Performance appraisal has only once but it was a useless exercise because its results were not used in future planning or changes. Performance appraisal should be conducted: ? To know development training needs of employees. ? To get performance fe ed back. ? Anticipate direction for future performance ? To change/ compensation system. 2 HUMAN RESOURCES MANAGEMENT There is not idea of planned career development in NBC. Career development can be in term of job rotation, transfer promotion. It improves the organizations ability to attract of retain talented people, anticipating change helping employees to learn new skills and improve utilization of a personal abilities. Motivation is the willingness to exert high level of effort to reach organizational goals. The general level of motivation in NBC employees is very low and they are dissatisfied with their jobs and pay scales. Only best employee of the month program is implemented highlight employees whose work performance is excellent. There would be lobbies or affiliations in the organization. These should 2 HUMAN RESOURCES MANAGEMENT e canalized in positive approach e. g. mentoring, communication link instead of source of conflicts. Teams (functional, self-managed, cross functional, problem solving) should be to speed decisions, increase performance, facilitate cooperation improve employee morale. There must be some channel to communicate employees problem/suggestion/comments directly to top management e. g. suggest ion box. These suggestions should be discussed in quality control meetings. No attitude surveyor any internal research has ever conducted by the HR department to get. Employees in NBC are performing well but they have low level of motivation. Absenteeism is controlled because total forty annual leaves are allowed but more important reason it that employees feel self responsibility. However the alarming indicators are turnover and job satisfaction. The organization is facing high turnover rate and employees are dissatisfied with their jobs and pay scales. Experienced staff is leaving the organization or searching for opportunities. With the kind attention and efforts of general manager deputy general manager, the situation is improving. Qualified young people are joining the organization. The pay scales of metric, intermediate graduate employees are revised. However much more is needed to do in this regard. RECOMANDATIONS In PEPSI (NBC) Human Resource Department must expand the strength of its employees 2 HUMAN RESOURCES MANAGEMENT ? Assess current human resource standards generate human resources inventory. ? Assess future human resources needs by organization’s strategies future programs. ? To know development training needs of employees. ? Anticipate direction for future performance ? Formal training conduct with the planning/efforts of HR department. ? Perform all the functions of Human Resource Department ore efficiently and effectively. GOLSSARY ESSI: Employ Social Security Institute EOBI: Employ Overage Benefits Institute TIME OFFICE: Establishment department is under the human resource manager. Time office of NBC is the part of establishment department. This office is lead by an office in charge under the guidance of factory manager (Head of Establishment Department). The 2 HUMAN RESOURCES MANAGEMENT main purpose of thi s department (Time Office) is to keep record of the entire employee that is working in the Naubahar Bottling Company (NBC) BEVERAGE: Any liquid suitable for drinking

Northwestern University Application for MBA †Example Essay

Northwestern University Application for MBA – Example Essay Free Online Research Papers Northwestern University Application for MBA Example Essay 1.Briefly assess your career progress to date. Elaborate on your future career plans and your motivation for pursuing a graduate degree at Kellogg. (one to two pages double-spaced) Since I had worked in the product department of xxx, the yearly income was $xx million in 19xx, my major problem was a lack of knowledge in Finance and Management. Upon graduation from undergraduate studies, I was employed in the Management Planning Team. Because I did not have the background in business administration from majoring in xxx Literature in undergraduate, I realized the difficulty in grasping the concept of general company matters,marketing analysis, and setting up the short and long-term marketing plan. When I participated in the future development of xxx and sales project for 10 months that began in February 19xx, I realized that I was incapable of successfully performing my duties as an Assistant Manager with 8 staff members for a project in which the company heavily depended upon. It was then that I had realized what special talent was needed to become a successful manager. For instance, while analyzing xxx, xxx’s technological advantage and marketing strategies, I realized the importance of learning Marketing Research and Strategy. I also realized the importance of Financial Management and Corporate Financial Policies when planning sales and marketing strategies for the future sales of xxx and strategies for i ncreasing our market. Through these experiences, I became strongly motivated to applying to your college. I am applying to Kellogg in order to develop my management talent and abilities. Through the various advanced management theories and the LEAP and GIM programs offered at Kellogg, I hope to cultivate practical problem-solving skills. By selecting courses in my major such as management strategy, finance, and entrepreneurship, I intend to establish a firm and fundamental framework of business management knowledge that is essential to my career. And if possible, I will obtain summer internships at McKinsey and A.T. Kearney while enrolled at Kellogg, and attempt to gain an understanding of U.S. corporate culture, which will be essential to my international experience.Upon graduation from Kellogg, I plan to be the most representative person at xxx. by learning and applying the strategies of these large growing global corporations in Chicago, and if possible I would like to analyze our competitors, xxx and xxx. I would also like to have experience with the U.S. market and its’ customer characteristics in preparation for future plan of xxx to set up xxx subsidiaries in U.S. I plan to work for 5 years at xxx. after graduation from Kellogg, by improving xxx so that it will rank second to xxx. My long-term goal is to be able to challenge the CEO’s of the top 5 ranking companies in Korea, such as Hyundai of Korea. In addition, to achieve my goals, I plan to earn the CFA certification upon my MBA studies. Armed with the CFA certification and Top School’s International bent, strength in finance and management training, I will be ready to place that call to the trader in China, conduct a teleconference with xxx corporation in Tokyo, and visit the CFO in America. 2.You have been selected as a member of the Kellogg Admissions Committee. Please provide a brief evaluative assessment of your file. (one to two pages double-spaced) I am confident that Mr.xxx is an applicant with the qualifications that meet Kellogg’s standards, for the following reasons. In his experience, his creative ideas stand out. xxx Campaign program for Korean customers, which was implemented in June 19xx by his suggestion, was evaluated to have improved customer growth rate by 7% after 6 months of implementation, and was given the Best Suggestion Award in 19xx. A program called â€Å"Contests for English Writing†for the xxx University students which was implemented by his suggestion during college, increased English Composition Club participation by 80%; we judge this to be a concrete case in point that demonstrates Mr. xxx’s creativity. His business administration talents were made evident during xxx’s labor-management negotiations process, which took place in April of 19xx. In these labor-management negotiations lasting two months, which dealt with the salary increase limits for employees, Mr. xxx was selec ted to be the deputy team leader among the negotiations mediation team of four people representing xxx. The accurate materials on employee surveys from other xxx companies in Korea, which he researched for a month and presented, played a crucial role in the 50% mutual compromise reached between labor and management. During his employment, Mr. xxx was active in xxx’s labor union as a non-permanent member of the mediation committee.His strong academic credentials are also a big plus. He showed in just 4 months up to increase GMAT xxx points. He accomplished this while working full time and attending evening classes, which is further proof of his outstanding ability to excel in his studies. 4. Complete three of the following six questions or statements. (Two to three paragraphs each) E. What personal qualities do you need to develop to become a more effective manager? If I am given the opportunity, I would like to study Corporate Finance and Financial Strategy. Without the knowledge of finance, I could not successfully manage the company and be an incompetent businessman. I would like to focus my studies on subjects relating to Entrepreneurship and Marketing. I believe that I am qualified to be competitive among your students because I have earned a certificate of Accounting and Finance, sponsored by xxx in 19xx. Along with this basic background, I am currently studying Finance as a graduate student at xxx University Business School so that I may not have any difficulty in come up with your program. F. I wish the Admissions Committee had asked me†¦ First, the primary reason why I apply for Kellogg is the importance of alumni association in which the school advocates. I believe that close interpersonal relationship and networking will serve as the basis for practical business in the future. My colleagues and I will be able to learn the importance of cooperation in supportive environment that Kellogg will provide. For the past few months I have been in the U.S. with few connections, I realized the importance of a strong supportive alumni association. For instance, if an alumni association of Kellogg in Korea proves to be weak in the future, I believe that it can be a downside in proving my talents and in taking the advantage of networking as a businessman. For this reason, I made it necessity to transfer to a university in the Top 20 ranking. Secondly, Kellogg will enable me take the opportunity of its’ location. Due to the location of xxx University in a rural place, I am having a difficult time in experiencing the American culture. I would like to learn about American corporations that are located in the city and this will enable me to get a better grasp of the American market. With this knowledge, I believe that I can successfully apply it to Unix Electronics, Co., Ltd. in Shaver’s diverseness in customer characteristics. I would like to transfer to your university because of the opportunities that I can take from its location in the city because I realize that I cannot combine class time and individual studies from the xxx University, which is x hours away from the city. Thank You. Research Papers on Northwestern University Application for MBA EssayAnalysis of Ebay Expanding into AsiaThe Project Managment Office SystemDefinition of Export QuotasResearch Process Part OneMarketing of Lifeboy Soap A Unilever ProductBionic Assembly System: A New Concept of SelfOpen Architechture a white paperIncorporating Risk and Uncertainty Factor in CapitalLifes What IfsInfluences of Socio-Economic Status of Married Males

Globaliastion Essay Example | Topics and Well Written Essays - 2000 words

Globaliastion - Essay Example The deregulation of the FDI abroad, that has taken place in these two countries have lead to the accumulation of more capital and confidence to the companies who have gained them. Now these companies are taking opportunity of the situation by spreading their wings and investing overseas (Duanmu and Guney, 2009).One cannot deny the fact that globalization is here to stay and today new markets can be tapped owning to the advancement of the world economy through peaceful and careful economic efforts (Klein, 2005). Globalization can neither be called good nor bad. It is only a step towards efficiency in the long run and painful cultural and social adjustment in the short run (Mundell, 2000). Rise and Economic amalgamation of India and China China and India have become the most preferred destinations for international business, which has been confirmed by some of the major studies carried out by Ernst & Young (2008), KPMG (2008) and PriceWaterhouseCoopers (2008). Zheng et al. (2006) has f ound out the factors for such an interest. They found that market growth, liberalist policies, lower labour cost and the amount of goods imported from both the countries by the countries of origin of the FDI are factors of interest to them. However specifically they pointed the bigger size of Chinese market, strategic location in terms of logistic and geography, export volume and greater borrowing cost of China makes it more attractive for the FDIs. On the other hand in case of India though geographical distances discourage FDI, closure distance in culture encourages it. In the year 1980 both India and China accounted for a trivial 2% of global output, which increased to 7% in the year 2005 (Das, 2010). It is expected that both the economies will achieve an excellent bit of convergence with the fully grown industrial economies in the near future. Though they have recorded a rapid growth but their per capita incomes are seen to be significantly low. According to the data published by World Bank (2008a), the per capita income of China in 2007 was $2360, whereas that of India was $950, which were much lower when compared to the per capita income of UK, USA, Japan and Germany. The average per capita income recorded by the Euro zone economies in the year 2007 was $36,329. On one hand the industrial economy and on the other the income disparity between India and China provides an opportunity for larger gains from trade with both India and China. The large gap in the wage level can help them to earn huge benefits by adjusting the productivity. Both the economies have started utilizing from the trade gains. In the year 2007, the GDP of China at the market exchange rates was $3280 billion, making it the fourth largest economy in the world. At the same time the GDP of India was at $1170 billion, making it the twelfth largest economy in the world (World Bank, 2008b). When economies of these huge sizes are seen to amalgamate globally, massive impacts are bound to occur th at would affect the global trade, financial flows and pace of globalization. This signifies that the role of these two economies is going to be significant in the global economy. The projection made by Maddison (2005) suggests that by measuring in terms of purchasing power parity (PPP), the GDP of China will be seen to record few more than 18% by 2030. This means that it will overtake US. The GDP of India has been projected to be half of that of China. This fast growing economy has attracted the attention of many of the

E-Health Insurance + Peiter Dijkhuis Essay Example | Topics and Well Written Essays - 1000 words

E-Health Insurance + Peiter Dijkhuis - Essay Example In addition, the insurance company provides customers with the same basic products across all ages. Their composition is 50 percent customers of fired employers and 30 percent direct of new customers. The company’s health insurance rules differs from those of other insurance companies and they usually take in all types of customers both healthy and unhealthy ones together with all various types of leveling. Nevertheless, the biggest challenge for the company is giving a discount to unhealthy customers. The company’s system is excellent for singularity though not good for investment stimulation and this makes it hard to earn money in this particular direction. In November 2014 vitality program, each customer can receive 100 points annually and can get additional points and they can use these points as well as choose some service from this vitality program so as to enhance their health. However, they lack the measure for their vitality. Through use of a tiny wearable system, measurement of everything and collection of data of a customer’s health can be effectively done. This system resembles a watch and costs around 150 Euros with the prices anticipated to drop by 5 years. The people grow quite old, or unhealthy, and they aim at getting more people to grow in a manner that is healthy. The company’s mission is making the residents of Friesland region to grow in manner that is healthy in addition to guaranteeing delivery of extremely high-quality of the health service to customer. Portfolio box website basically focuses on what the company does. Thus, the website explains that Portfolio box concentrates on making the boxes for use during presentations. The website is so on point such that it explains in detail what they do and why they do it. The website carries the company’s tagline which is â€Å"our Portfolioboxes are

The legalisation of drugs (Class C) will benefit society as a whole by Essay

The legalisation of drugs (Class C) will benefit society as a whole by reducing crime - Essay Example Several countries throughout the world are working to decriminalize or legalise less harmful drugs such as marijuana, currently classified as a Class C drug, as a means of addressing the growing problem of the war on drugs. Rather than providing the United States and other countries with the elimination of undesirable drugs as was anticipated, the war on drugs has instead served to heighten violence, contribute to the development of organised crime, fill the prison system past capacity, consume large amounts of capital and has still had very little effect on the availability of these drugs or the numbers of individuals who use them. It has been suggested, and in some cases demonstrated, that legalizing or at least decriminalizing less harmful drugs, such as marijuana, can help to reduce the violence, significantly decrease the numbers of people incarcerated for drug use, allow more individuals to remain a contributing member of society and free up funds and manpower to combat against more harmful substances. To understand these various effects, this paper seeks to evaluate the available literature on the topic, comparing instances such as the Netherlands and England, where marijuana has been decriminalized and regulated to some degree, examine the economic theory that led to the development of the war on drugs as well as its effectiveness and net results and finally explore the types of crime that have been associated with drug trafficking and possible alternative measures to address some of these related concerns without actually legalizing marijuana. Current trends in public opinion suggest a growing interest in the decriminalization of Class C drugs, such as marijuana, as an alternative approach from the war on drugs that has proven ineffective.

the history about oxidation ponds

the history about oxidation ponds Introduction The most popular wastewater treatment is Oxidation ponds, which will produce an effluent meeting the recommended microbiological and chemical quality guidelines both at low cost and with minimum operational and maintenance cost. A low level of treatment is especially suitable in developing countries, not only from the point of view of cost but also in terms of the difficulty of operating complex systems. In many locations it will be better to design the reuse system to accept a low-grade of effluent rather than to rely on advanced treatment processes producing a reclaimed effluent which continuously meets a stringent quality standard. Oxidation ponds are now regarded as the method of first choice for the treatment of wastewater in many parts of the world. In Europe, for example Oxidation ponds are very widely used for small rural communities (approximately upto 2000 population but larger systems exist in Mediterranean France and also in Spain and Portugal). In the United States one third of all wastewater treatment plants are Oxidation ponds, usually serving populations up to 5000. However, in warmer climates (the Middle East, Africa, Asia and Latin America) ponds are commonly used for larger populations (upto around 1 million). In developing countries and especially in the tropical and equatorial regions sewage treatment by Oxidation ponds has been considered an ideal way of using natural processes to improve sewage effluents. Oxidation ponds, also called Waste Stabilization Ponds (WSP) or lagoons, are holding basins used for secondary wastewater (sewage effluents) treatment where decomposition of organic matter is processed naturally, i.e. biologically. The activity in the Oxidation ponds is a complex symbiosis of bacteria and Algae, which stabilizes the waste and reduces pathogens. The result of this biological process is to convert the organic content of the effluent to more stable and less offensive forms. Oxidation ponds are used to treat a variety of wastewaters, from domestic wastewaters to complex industrial waters, and they function under a wide range of weather conditions, i.e. tropical to arctic. They can be used alone or in combination with treatment processes. There are normally at least two ponds constructed. The first pond reduces the organic material using aerobic digestion while the second pond polishes the effluent and reduces the pathogens present in sewage. Sewage enters a large pond after passing through a settling and screening chamber. After retention for several days, the flow is often passed into a second pond for further treatment before it is discharged into a drain. Bacteria already present in sewage acts to break down organic matter using oxygen from the surface of the pond. Oxidation ponds need to be dislodged periodically in order to work effectively. There are three types of Oxidation Ponds which are, Anaerobic ponds Facultative ponds Maturation ponds Usually an Oxidation ponds system comprises a single series of the three ponds types. In essence, anaerobic and facultative ponds are designed for BOD removal (Biological Oxidation Demand) and maturation ponds for pathogen removal, although some BOD removal occurs in maturation ponds and some pathogen removal in anaerobic and facultative ponds. In many instances only anaerobic and facultative ponds are required. Anaerobic Ponds Anaerobic ponds are deep treatment ponds that exclude oxygen and encourage the growth of bacteria, which breaks down the effluent. Its in the anaerobic pond that the effluent begins breaking down in the absence of oxygen anaerobically. The anaerobic pond acts like an uncovered septic tank. Anaerobic bacteria break down the organic matter in the effluent, releasing methane and carbon dioxide. Sludge is deposited on the bottom and a crust forms on the surface as . Anaerobic ponds are commonly 2-5 m deep and receive such a high Organic loading (usually > 100 g BOD/m3 d equivalent to > 3000 kg/ha/d for a depth of 3 m). They contain an Organic loading that is very high relative to the amount of Oxygen entering the pond, which maintains anaerobic conditions to the pond surface. Anaerobic ponds dont contain algae, although occasionally a thin film of mainly Chlamydomonas can be seen at the surface. They work extremely well in warm climate (can attain 60-85% BOD removal) and have relatively short retention time (for BOD of up to 300 mg/l, one day is sufficient at temperature > 20oC). Facultative Ponds Facultative ponds (1-2 m deep) are of two types: primary facultative ponds, which receive raw wastewater and secondary facultative ponds, which receive settled wastewater (usually the effluent from anaerobic ponds). They are designed for BOD removal on the basis of a relatively low surface loading (100-400 kg BOD/ha d at temperature between 20 °C and 25 °C) to permit the development of a healthy Algal population as the Oxygen for BOD removal by the pond bacteria is mostly generated by Algal photosynthesis. Due to the Algae facultative ponds are coloured dark green, although they may occasionally appear red or pink (especially when slightly overloaded) due to the presence of Anaerobic purple sulphide-oxidizing photosynthetic bacteria. Algae populations within the aerobic pond require sunlight. They develop and produce oxygen in excess of their own requirements. It is this excess of oxygen that is used by bacteria to further break down the Organic matter within the effluent. The algal production of oxygen occurs near the surface of aerobic ponds to the depth to which light can penetrate. Oxygen can also be introduced by wind. This facultative condition occurs because high oxygen levels cannot be maintained to the total depth of aerobic ponds. So, a fully aerobic surface layer develops along with an aerobic/anaerobic intermediate layer, and a fully anaerobic layer on the pond bottom. Oxygen is unable to be maintained at the lower layers when, the pond is too deep and the colour is too dark to allow light to penetrate fully. The demand for oxygen in the lower layer is higher than the supply. Demand is increased with high levels of organic matter. The anaerobic layer will be deeper in an aerobic pond where there is an extremely high organic matter content of the inflowing effluent. The surface layer, rich in oxygen is not adequately mixed with the bottom layer. Maturation Ponds These ponds receive the effluent from a facultative pond and its size and number depends on the required bacteriological quality of the final effluent. Maturation ponds are shallow (1.0-1.5 m) m, and their entire volume is well oxygenated throughout the day. Their algal population is much more diverse than of facultative ponds. Thus, the algal diversity increases from pond to pond along the series. The main removal mechanisms especially of pathogens and faecal coliforms are ruled by algal activity in synergy with photo-oxidation. On the other hand, maturation ponds only achieve a small removal of BOD5, but their contribution to nitrogen and phosphorus removal is more significant. A total nitrogen removal of 80% in all waste Oxodation pond systems, which in this figure corresponds to 95% ammonia removal. It should be emphasised that most ammonia and nitrogen is removed in maturation ponds. However, the total phosphorus removal in maturation ponds system is low, usually less than 50%. Methodology And Its Evaluation As part of my report, I choose Waiwera Oxidation pond in Rodney District council. This pond has been designed for a population of about 1920 with the Orewa ponds. Septic tank sludge is not permitted in this ponds, there are two ponds operated in Waiwera, which are medium depth of 1.7m. This pond has flat clay bottoms and clay compacted with concrete wave barriers with a 25 degrees slope (1 in 2.1). Water is transferred between ponds through a submerged pipe and effluent is discharged to the Waiwera River with a submerged outlet. Council doesnt allow to discharge between 15th of December to 1st of February every year. So, the discharge outlet is shown in figure 4 and 5 below. Discharged Treated Water To Waiwera River These ponds are build on mangrove flats of the Waiwera River. The ponds have been operating since 1974 and the only problem occurred due to moribund blue-green algae. The ponds are operated as a primary pond, the smaller pond was used with estimated loading of only 36 kg BOD/ha day until 22nd December 1977, but when the larger pond became the primary pond the load then being approximately 21 kg BOD/ha day. In Waiwera Oxidation pond blue-green algae were Microcystis, aeruginosa and Anabaenopsis. In pond 1 green algae were only dominant during August to September 1977, when Chlorella was the most number in species, but during march to April 1978 when Actinastrum, hantzschii was the only dominant. While changing from pond 1 to the primary pond didnt appeared to affect the algal species. Which can be seen in figure 6 down below. Blue-Green Algae In Pond Green algae were dominant for more time in pond 2 rather than pond 1. During that time pond 2 was the primary pond. Selesnastrum minutum was a dominant for a short period in July 1977, then Chlorella and Micractinium pusillum then Actinastrum hantzschii during mid-November 1977 till mid-January 1978. Faecal coliform bacteria were in higher number in winter period, when the lower than usual removal in the pond. The remaining time removal rate was in excess of 90%, the counting ranged from 9 to 4300 MPN/100ml. The highest consistent removal rate was achieved between January and March 1978, when the detention time was highest. As seen in the above table 1, Oxidation pond water temperatures ranged from 10.4⠁ °C to 26.0⠁ °C. Dissolved Oxygen(D.O) concentrations in both ponds were usually close or over the saturation value except in low algal numbers. In tertiary pond, pH values varied throughout the year, being less than 9 units in the autumn and winter, and exceeding 10 units during times of high blue-green algal numbers in the spring and summer, the highest value recorded being 10.5 units. The chloride concentration in the Waiwera ponds was exceptionally high as a result of thermal water infiltration. The concentration fell each winter through dilution with storm water, the maximum value was 776 g/m3 in January 1978, and the concentration did not fall below 700 g/m3 until May. Biological Oxygen Demand (BOD) concentration varied, being less than 20 g/m3 for most of the year, rising to higher values particularly after Algal blooms. Inorganic-N concentrations were noticeably lower than in most other pon d systems, the ammonium-N concentration usually being around 1 g/m3 and the nitrate-N concentration, highest during winter, only being above 0.5 g/m3 in June/July 1977. The total non-filterable residue concentration was highest when dense blooms of Microcystis aeruginosa were present. The turbidity followed the algal count closely. Mineral water infiltration into the Waiwera ponds was implicated by the high lithium concentration being at least 25 times greater than in ponds not influenced by thermal waters, and 2.5 times greater than that in seawater. The high Na:K ratio of 38:1 also favours the thermal water (ratio 9:1). The sodium and chloride concentrations contributed by the thermal water (Na:635 g/m3; c1: g/m3) would be 203 g/m3 and 330 g/m3 respectively, leaving a difference of 75 g/m3 Na and 77 g/m3 C1 which is within the range expected from domestic sewage. Following in the Table 2 and Table 3 and graph 1 shows the Dominant Algae in pond 1 and pond 2 in 1977 and 1978. Order Of Dominant Algae In Waiwera Pond 1 In 1977 Scan And Paste It Order Of Dominant Algae In Waiwera Pond 2 In 1977 Scan And Paste It Efficiency Efficiency depending on the loading rate, temperature, BOD concentration, engineering details of the pond, and maintenance of the pond, particularly with respect to dislodging and crust control. So, the efficiency is quiet effective in that case proved by the above data. There are some advantages and disadvantages of the Oxidation ponds for smaller population area: Advantages Oxidation ponds will produce an effluent meeting, the recommended microbiological and chemical quality guidelines both at low cost with minimal operational and maintenance requirements. It costs low a level of treatment as possible is especially desirable in developing countries, not only from the point of view of cost but also in the difficulty of operating complex systems reliably. It makes the environment better as well as cleaning up the water. It deals a large amount of wastewater at same time. It utilizes the natural resource to help human beings and it can be used in low population. Disadvantages Oxidation ponds in some circumstances create insect and odours problems. But their main disadvantage for a small beach or lakeside community is the relatively large areas of flat land required conveniently located nearby. Impervious subsoils below the pond are necessary to prevent excessive loss by infiltration to the ground water, failing this an impermeable membrane must be laid to keep effluent from escaping through the base and sides of the pond. Lastly, the depth of the pond is not advised to be increased above 2.0 m as efficiency drops away which is more and it occupies large area. Conclusion The purpose of this report is to give a clear concept of the Oxidation Pond and its BOD level and Algae. As well as, the report provides a number of data of a real case in different year. Oxidation ponds require larger space and useful for developing countries and rural areas, where there is low population around 2000 3000. It is low capital treatment plant which is more economic. Oxidation pond treatment plants are considered useful because of their low capital costs, their easy to maintenance and their potentially longer life-cycles. Oxidation ponds proved to be one of the most efficient, high performance and low-cost Waste Water Treatment Technology used around the world. Oxidation pond water temperatures ranged from 10.4⠁ °C to 26.0⠁ °C during that time. There are many aspects of risk, so still need to take perfect steps while constructing the Oxidation pond or Stabilization ponds. They are pond embankment breach, erosion, flooding, noise, insect attraction etc. It would be better to take consideration to those elements when it is designed. Acknowledgements The data for this research was provided by Rodney District Council, New Zealand. The assistance of the staff involved, to arrange time to visit the site. And thanks to Glenys Rule, who took me the site visit, gave me some site maps and photos and the excellent advice. Special thanks to Babar Mahmood (Course coordinator of this course, Senior Lecturer, Programme Director for BE and Programme Coordinator for BEngTech (Civil) Programmes) for giving me this chance to learn about the Oxidation pond. References https://www.iwk.com.my/sewerage-fact-02-04.htm http://www.sciencedirect.com/science?_ob=ArticleURL_udi=B6V73-3VGK7KC-2H_user=2486523_rdoc=1_fmt=_orig=search_sort=dview=c_acct=C000057528_version=1_urlVersion=0_userid=2486523md5=0c94a848bdfe4328b42e75fe3f162b14 Abis, Karen L. (2002). The performance of facultative waste stabilization ponds in the United Kingdom. Ph.D. thesis, U.K. University of Leeds. â€Å"Loan Proposal for Sewage Treatment and Disposal for Waiwera,† Waitemata County Council â€Å"A survey of Oxidation Ponds in Auckland Region,† Auckland Regional Authority, works division 1979 http://www.irc.nl/page/8237

Leadership :: essays research papers

are in an election year, and it is during such time candidates running for office love to discuss subjects that are in the public eye. The latest topic among candidates stumping for political office is the decline of the American family. Many candidates address different aspects of this issue, but few politicians offer real solutions. I believe it is not the role of the federal government to legislate solutions for the problem's families face within our country today. This responsibility belongs to individual men who should work to protect and strengthen their family. Steve Farrar’s book, Point Man, takes on the issue of male leadership and the importance it plays in the home. He tackles the issue from a Biblical perspective; offering insight from God’s word throughout his book. The author writes, â€Å"If hundreds of thousands of men seriously began to lead their own homes, the impact on America would be far greater than one Christian man leading in the White House.à ¢â‚¬  Steve Farrar takes a hard hitting approach from the very beginning the book by stressing the important role men play in the lives of their families. They are the â€Å"Point men," who must take up the lead and guide their families through the war zone; protecting them from the enemy. Farrar shows the casualty list is real by listing the most recent statistics for divorce, and teenage pregnancy. The emphasis in the second chapter deals with, â€Å"Saving the boys.† Today’s little boys will grow to be tomorrow’s leaders, and husbands. He identifies the importance of a man spending time with his children, by emphasizing the significance of physical and emotional support a child needs from a parent. The author quickly shifts from a mans relationship with his children to the one he shares with his wife. He writes about how commitment has become cheap in our society, and is only kept if it is convenient. Farrar contrasts this attitude with the Biblical truth of lifelong commitment. A â€Å"One-Woman Kind of Man,† remains faithful by always considering what his eyes see and mind thinks about. He deals directly with the seriousness of adultery, choosing not to tip-toe around the subject like society has chosen to do. While dealing with this topic the author provides valuable insights of how men can guard against the pitfall of this sin. The two key chapters of this book have to do with a mans personal relationship with God.